Stay Active and Keep Hunting; Passive Resume Update!

To hire and recruit the best talent on board, you need to give equal attention to passive candidates as you do to active. Still the vital matter-of-fact between them is; latter is easy to find, attract and engage while you really don’t know much about passive, their location, preferences, whether they’re looking for jobs or not. So to be in a better position it is always good to know a little extra out-of-their resumes and that’s where we come in.

But before that let’s know more about Passive candidates: 1 They do have job but are not looking for one currently. Almost 75% of the workforce comes under it. (Source; LinkedIn) 2 Also they don’t prefer interviewing with anyone. To find this group, Boolean searches, Social media can be your best bet. 3 Due care is wanted while approaching them as they may not want to discuss it publicly. 4 They’re looking for value, the new position holds for them. The way they’re approached also matters. They may want to hear from you; how they fit the job. So go prepared with list of your answers before approaching them.

5 Referral programs give them confidence to consider your job opportunities. Try them. Considering 5-pointers about Passive candidates above can make lot of things clear about their background. And investing in knowing more about them makes sense. Now consider what options do we have? The nearest would be Social Media which is global passport for everyone today. So let’s try to unleash its real power for Passive applicants.

Stay Active and Keep Hunting; Passive Resume Update!

LinkedIn- Considered being czar of professional link-ups and association; it is serving needs of many candidates who’re willing to find work with their dream companies. Undoubtedly today most of the hiring in big companies happens to be on referrals and that gives reason to many people to have an account on LinkedIn and that’s totally fine. To know how we can find someone on LinkedIn, read this post. Facebook- Our very own favorite, FB loved by millions shows personal side of a person to the outer world. Public is what users want world to know about them and Private remains in their closer and within special circles. So for a recruiter to know, how his applicant behave in public domain is quite easy. We can also make-out whether candidate fits the culture of the organization or not by reading his status, posts and updates. Twitter- This medium yet has to be explored and still in naïve stages but for jobs requiring applicant to market, network and increase awareness can be filled by using twitter. Employer can know about the interests, hobbies and habits of an applicant by just reading out the twitter bio. List of people he is following can tell you even more. So be ready to expect anything from this 140-words powerful blogger. Google+ - Its popularity is still on the rise but less than above social mediums when it comes to job-seeking and job-search. But yes, definitely it gives you an edge in terms of SEO and ranking when someone puts your name in Google search tab and hit enter icon. Again a skill that you should mark on your checklist.

Stay Active and Keep Hunting; Passive Resume Update!

Coming back to the intriguing question; how it helps my business? We’re discussing that now coz we know why of a problem very well. Let’s discuss how. The journey of candidate sorting starts from resume and we should be able to associate our solution here itself. The most common software used here is Resume Parser. While parsing resumes, if the parser can take a cue from extracted information and search for candidate’s online profiles, would help recruiter to do more in less time. The parser would muster all the relevant information from different social profiles as XML into the database. The string would be some-what like images shown above. Now the only thing left to you is; putting gathered information back on resume so as to put candidate in limelight again i.e. make him active for job hunting. Think like this: 1 As you know the current place of a candidate, pitch him jobs based on his location. 2 Knowing his current company can also help you, place him with one of the competitors. 3 Knowing his martial status, you can decide how much traveling applicant can do. These are just hinters, rest you’ll define your use-case depending upon industry, location, age, demographics and the one on your mind at the moment. And the best part; in all that what you plan to do, Rchilli extend its full-support. Let us know your feedback or queries at sales@rchilli.com or call at 18775727737.